Stop Telling...Start Asking?

2011-04-09T10:18:00.000+01:00

A common difficulty in developing managers as coaches is that it requires a shift from telling to asking, which many managers resist. I've lost track of the number of times on my workshops that managers have openly raised this concern.

The following reasons for telling, not asking, typically emerge:

Many managers hold a traditional belief that that's what a good manager needs to do
They like to display their mastery of a subject
They like feeling needed and get a boost from being asked for assistance and being able to provide the solution
There's a need to feel they're in charge - 'Knowledge is power' comes to mind here
They fear losing control
They argue that telling is quicker

Why asking can be more effective than telling:

You help people come up with their own solutions which generate more ownership, follow-through and desire to do a good job
You help people learn rather than teach them and, as a result, they get the job done and develop simultaneously
You increase morale and motivation by praising innovative ideas, initiative and action
You boost people's confidence when they manage to resolve issues and this inspires them to become more self-reliant
You earn respect by demonstrating your belief in their ability and your skill in drawing out a planned course of action
You save time in the long-term by spending a little more upfront.

It may seem quicker to 'tell' but consider this for a moment. What if a recipient doesn't like what they hear? Have you ever considered the time wasted as they seethe over what they've been told to do; criticise you to their colleagues; wonder what on earth you actually want because it's not clear and they didn't have a chance to ask a question; and then half-heartedly get on with it. Even if people seem to react well to your directive, telling style, what will be the impact over time? Will they learn? Will they develop? Will they get on with the job unaided? Will they become self-sufficient? I doubt it.

There is a better way. If you open yourself up to learning how to use a coaching style of leadership you'll have a wonderful tool at your disposal to use as and when appropriate for the most fantastic results.

Find out how we can help you with that by taking the first steps and contacting us on Tel: 01985 300877. We know we can help.

Are you responsible for coaching and developing others?

2011-02-17T15:00:00.000Z

Are you a line manager, HR Manager, Learning & Development Manager or company owner? Do you want to reap the benefits of a coaching culture at work, with your staff showing initiative, making decisions, taking responsibility, developing on-the-job and performing to a high standard? Then we can help. We:

provide clear guidance on how to create a coaching culture that produces results
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Jennifer Hampson

About Baxter Associates and Jennifer Hampson

Stop Telling...Start Asking?

Are you responsible for coaching and developing others?